scholarly journals The Effects of Diagnostic and Interactive Performance Measurement Systems on Organisational Commitment and Job Satisfaction: The Perception of Information and Communication Technology Practitioners in Hong Kong

2014 ◽  
Vol 4 (12) ◽  
pp. 1804-1833 ◽  
Author(s):  
Canon Tong ◽  
Michelle Suen ◽  
Anthony Wong
Keyword(s):  
Job Satisfaction ◽  
Hong Kong ◽  
Performance Measurement ◽  
Information And Communication Technology ◽  
Communication Technology ◽  
Organisational Commitment ◽  
Interactive Performance ◽  
Measurement Systems ◽  
Information And Communication ◽  
Performance Measurement Systems

Interactive performance measurement systems, self-profiling, job challenge and individual performance

2019 ◽  
Vol 36 (1) ◽  
pp. 87-97
Author(s):  
Muhammad Dahlan ◽  
Yuliansyah Yuliansyah ◽  
Arief Fadhilah ◽  
Muafi Muafi ◽  
Abdulrahman I. Al Shikhy ◽  
...  
Keyword(s):  
Performance Measurement ◽  
Service Sector ◽  
Stock Exchange ◽  
Individual Performance ◽  
Open Communication ◽  
Content Type ◽  
Interactive Performance ◽  
Measurement Systems ◽  
Data Points ◽  
Performance Measurement Systems

Purpose This study aims to investigate the extent to which interactive performance measurement systems (IPMS), self-profiling and job challenge can improve individual performance. Design/methodology/approach The authors study the service sector in companies listed on the Indonesian Stock Exchange. From 200 distributed questionnaires, they obtain 89 usable data points, which they analyse using SmartPLS. Findings The authors find that IPMS improves both self-profiling and job challenge. Both variables significantly boost individual performance. Research limitations/implications This study implies that managers can open communication channels to a subordinate to increase individual self-profiling that leads to the improvement of job challenge to generate excellent performance. Originality/value This study investigates the importance of self-profiling and job challenge at middle- to lower-level employees in the service sector who receive less attention in the field of management accounting.

The Influence of Competence, Work Discipline and Placement on Job Satisfaction and their Impact on the Performance of Information and Communication Technology Security Service Institutions

2021 ◽  
Vol 3 (2) ◽  
pp. 117-132
Author(s):  
Made Adnyana ◽  
Mohamad Fauzi
Keyword(s):  
Job Satisfaction ◽  
Information And Communication Technology ◽  
Communication Technology ◽  
Descriptive Analysis ◽  
Job Placement ◽  
Test Reliability ◽  
Primary Data ◽  
Security Service ◽  
Information And Communication ◽  
Effect Test

This study aimed to determine the effect of competence, work discipline and placement on job satisfaction and their impact on the performance of Information and Communication Technology Security Service institutions. This research uses quantitative research with a descriptive analysis approach. The variables in this study are divided into three types: 1) Independent Variables, 2) Intervening Variables, and 3) Bound Variable. The data in this study are divided into primary data and secondary data. The sample in this study is several 230 employees who have worked at the Information and Communication Technology Security Service Institute for at least one year in January 2021 and are spread over the work unit of the Information and Communication Technology Security Service Institute. Analysis of the data in this study using validity test, reliability test, direct effect test, indirect effect test and hypothesis testing. Based on the results of data analysis, it can be concluded that: 1) Competence, work discipline, job placement directly have a positive and significant effect on job satisfaction; 2) Competence and job placement have no positive and significant effect on performance; 3) Work Discipline directly affects performance; 4) Placement through job satisfaction has a positive and significant effect on performance; and 5) Job satisfaction directly has a positive and significant effect on performance.

Job Satisfaction in the Information and Communication Sector

2003 ◽  
pp. 206-225
Author(s):  
Marwa El-Ayouti ◽  
Sherif Kamel
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Information And Communication Technology ◽  
Communication Technology ◽  
Brain Drain ◽  
Training And Development ◽  
Primary Objective ◽  
Psychological Aspects ◽  
Information And Communication ◽  
The Brain

The information and communication technology industry is growing worldwide, penetrating all sectors and services. Therefore, organizations are formulating different formulas and mechanisms to provide a competitive and challenging working environment to attract the best human resources around the globe to join their infrastructure build-up in terms of humanware. Egypt, as a developing country, has been investing heavily in building its information and communication technology infrastructure with a focus on human resources. However, many organizations are continually faced with various challenges to keep their key human resources due to the emerging offerings and opportunities at various levels locally, regionally and internationally. This chapter presents the findings of a research that was conducted in Egypt in 2001 with a primary objective to understand the overall level of job satisfaction among employees in the ICT sector in Egypt. The research aimed at identifying the major factors that affect their satisfaction and highlighting the driving forces leading to the “brain drain” of skilled ICT professionals to jobs overseas. The research assesses the major aspects affecting job satisfaction and ranks them by importance. Moreover, the empirical evidence illustrates the willingness of ICT professionals to seek job opportunities abroad, and the major forces leading to brain drain. Within the scope of the research, job satisfaction is studied as a function of four groups of job aspects, namely, economic, social, training and development, and psychological aspects. Economic aspects cover variables such as pay, rewards and benefits. Social aspects include relationships with colleagues, teamwork and working conditions. Training and development covers the amount of training received by employees and their access to technologies. Psychological aspects include factors such as interest and scope of work, challenges and disciplinary procedures. The survey was conducted among ICT professionals employed in key ICT companies operating in Egypt, as well as companies in other sectors including financial institutions including organizations from the private sector, governmental organizations and multinational firms. The research is important to assess the problems faced by many organizations in Egypt due to the brain drain of its skilled ICT professionals to jobs overseas due to clearer career paths and advancement opportunities, better access to new technologies and higher pay. Respectively, the findings of the research represent important guidelines for various organizations to be able to retain its ICT skilled professionals in Egypt and similar environments.

scholarly journals Evaluation of Organizational Commitment Models and their components in Asian Cities

2014 ◽  
Vol 4 (2) ◽  
pp. 66 ◽  
Author(s):  
Anthony Wong ◽  
Canon Tong
Keyword(s):  
Hong Kong ◽  
Organizational Commitment ◽  
Information And Communication Technology ◽  
Communication Technology ◽  
Component Model ◽  
Relevant Research ◽  
Organization Commitment ◽  
Asian Cities ◽  
Information And Communication ◽  
Area Data

Most studies in organizational commitment that conducted in Asian cities employed the three-component model of Meyer and Allen (1991). The five-component organizational commitment model of Wang (2004) had provided a better explanation of organization commitment behaviour in her research. In order to evaluate the appropriateness of Wang’s model, this research used her five-component model in studying the organizational commitment in Hong Kong. This research also provided an evaluation of its results with other relevant research in Asian cities in order to compare the organizational commitment behaviour in this area. Data was collected from 310 Information and Communication Technology (ICT) professionals in Hong Kong. Results indicate that Wang’s model is more appropriate than other western models in describing employees’ commitment in Hong Kong. By comparing the data collected in this research and recent findings from other researchers in Asian cities, the evaluation of these results indicates that the level of organizational commitment in Hong Kong is higher than those in other Asian cities.

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